Hotel developers are finding opportunities in smaller cities. "Now more than ever, the interests of travelers -- including those termed 'adventure travelers' -- are piqued by the unknown and unseen. As a result, travel to small, off-the-beaten-path towns has grown," said Michael W. Tall, president and CEO of Charlestowne Hotels.
Wharf Hotels' comparatively small size is proving an asset as the hotel sector sees more consolidation. "We are a regional player that is both an owner and manager, so we manage and think like an owner," said President Jennifer Cronin.
Developers are planning a 2021 opening for the Margaritaville Beach Resort, Panama City Beach. "Panama City Beach is one of the most beautiful beaches in the world and we are excited to share this news and help bring positive energy back to the destination," said Jason Alley of Premier Development Group.
The 210-key Four Seasons Resort Scottsdale at Troon North has finished its $13 million revamp. "Our vision has been to bring the warmth, beauty and grandeur of our surroundings into the guest room experience in a new contemporary fashion," said general manager Kelley Moreton.
Microsoft saw an increase from 2017 to 2018 in its female workforce as the company's global female workforce increased from 25.5% to 26.6%, including increases in intern and leadership roles. The company also announced it has had a 33% increase in representation of black and Latinx employees in the past four years with those groups reaching 4.1% and 6% of the company's US workforce, respectively.
When addressing diversity, companies often refer to diversity of thought as part of their definition of diversity while overlooking identity and background as they construct an executive board, according to Marta Geletkanycz, associate professor of strategic management at Boston College. While diversity of thought should be part of the equation, using it as a replacement rather than a supplement to cultural diversity does not promote true inclusion and diversity, she said.
Despite sponsorship being an informal process in the workplace, taking initiative and pushing sponsors toward diverse mentees will help create a diverse pipeline going forward, writes Lisa Toppin, vice president, chief diversity officer and talent manager leader at LPL Financial. The employees who move up are those who prove themselves as mentees to their sponsors and diversity will move up if successful, diverse sponsorships occur at the lower levels.
To ensure implicit bias is addressed and curbed beyond just offering training for employees, companies must understand each point of potential implicit bias in an employee's life cycle and make sure all levels of employees are aware they may not stay with the company if they do not address their bias, writes Natasha Bowman, CEO of talent management and leadership consulting firm Performance ReNEW. Additionally, implementing effective processes, analyzing employee data and surveying employees are also helpful in addressing implicit bias.
Scientists are finding bats and dolphins overcome attempts to jam their echolocation signals by altering their signals' pitch or tempo, writes Emily Willingham. This study may lead to developments in technology that improve the quality of "active sensing" devices, such as self-driving cars.